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Determination Employee Performance and Job Satisfaction: Study Literature Review Hartini; Josua Panatap Soehaditama; Suhartini; Dewi Ulfah Arini; Agus Suhendra
Greenation International Journal of Tourism and Management Vol. 2 No. 3 (2024): (GIJTM) Greenation International Journal of Tourism and Management (September -
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijtm.v2i3.265

The purpose of this literature research is expected to build hypotheses regarding the influence between variables which can later be used for further research in the scope of human resource management. The literature review research article determining employee performance and job satisfaction is a scientific literature article within the scope of human resource management science. The approach used in this literature review research is descriptive qualitative. The data collection technique is to use literature studies or review relevant previous articles. The data used in this descriptive qualitative approach comes from previous research that is relevant to this research and comes from academic online media such as Thomson Reuters Journals, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Web of Science, Sinta Journals, DOAJ, EBSCO, Google Scholar and digital reference books. In previous studies, 1 relevant previous article was used to review each independent variable. The results of this literature review article are: 1) Delegation Leadership affects Job Satisfaction; 2) Remuneration affects Job Satisfaction; 3) Self-efficacy affects Job Satisfaction; 4) Delegated Leadership affects Employee Performance; 5) Remuneration affects Employee Performance; 6) Self-efficacy affects Employee Performance; 7) Job Satisfaction affects Employee Performance.

Integrating digital recruitment and employer branding into strategic HRM to foster employee retention through perceived organizational support Nazifah Husainah; Suhartini Suhartini; Peppy Fachrial; Ahmad Sopyan; Pipit Sundari
Annals of Human Resource Management Research Vol. 5 No. 4 (2025): December
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i4.3271

Purpose: This study examines how Digital Recruitment and Employer Branding influence Employee Retention through Perceived Organizational Support (POS), addressing gaps in strategic HRM research regarding the integrated role of digital hiring and employer branding. Research Methodology: A cross-sectional survey involving 200 employees from digitally mature Indonesian organizations was analyzed using PLS-SEM with 5,000 bootstrapped subsamples. The measurement model showed strong reliability and validity (α > .86; CR > .88; AVE > .54), and structural testing evaluated five direct hypotheses and mediation effects. Results: Employer Branding significantly predicts POS and retention, whereas Digital Recruitment enhances POS but shows no direct effect on retention. POS strongly predicts retention and fully mediates the Digital Recruitment–Retention relationship while partially mediating the Employer Branding–Retention link. The structural model explains 43% of POS variance and 51% of retention, supported by medium–large effect sizes and positive Q² values. Conclusions: The findings confirm POS as the key psychological mechanism through which modern HR practices translate into retention outcomes. Employer Branding drives retention both directly and indirectly, while Digital Recruitment contributes indirectly via POS. Limitations: Cross-sectional data limit causal inference, and the digital-sector sample restricts generalizability. Contribution: The study integrates digital recruitment and employer branding within one strategic HRM framework and establishes Digital Recruitment as an empirical antecedent of POS, reinforcing POS’s centrality in digital-era retention strategies.

The Mediating Effect of Organizational Culture on Charismatic Leadership and Corporate Reputation in Banten Regionally Owned Enterprises Suhartini
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.5004

Organizational leadership and culture play a critical role in shaping how organizations are perceived by the public and key stakeholders. This study examines whether organizational culture mediates the relationship between charismatic leadership and corporate reputation. Using a quantitative approach, data were collected through a questionnaire survey employing a five-point Likert scale and analyzed using mediation analysis and structural equation modeling to examine both direct and indirect relationships among the variables. The findings reveal that charismatic leadership positively influences corporate reputation and organizational culture, while organizational culture also exerts a positive effect on corporate reputation. Furthermore, organizational culture partially mediates the relationship between charismatic leadership and corporate reputation, indicating that a strong and supportive culture enhances the effectiveness of charismatic leadership in building a positive organizational image. These results suggest that organizations should integrate leadership development initiatives with cultural strengthening strategies to improve their reputation and sustain stakeholder trust. Therefore, managers should focus not only on developing charismatic leaders but also on cultivating a culture that aligns with organizational values to maximize reputational outcomes.

Pengaruh Disiplin Kerja, Promosi Jabatan dan Kompensasi terhadap Kinerja Karyawan di Hana Korean Restaurant Cilegon SUHARTINI -; Andrian
Sains Manajemen: Jurnal Manajemen Unsera Vol. 11 No. 1 (2025): Sains Manajemen: Jurnal Manajemen UNSERA
Publisher : Universitas Serang Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30656/sm.v11i1.10880

Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja, promosi jabatan dan kompensasi terhadap kinerja kerja karyawan. Metode penelitian ini menggunakan pendekatan deskriptif kuantitatif. Kuisioner yang dibagikan kepada 50 orang sampel, kuisioner dan diisi baik oleh responden yang diolah dengan menggunakan bantuan software SPSS 25.0 for windows. Analis data yang digunakan adalah uji instrument data, uji asumsi klasik, analisisis regresi berganda, koefisien determinasi dan uji hipotesis t dan f dengan kesimpulan sebagai berikut: Hasil penelitian secara parsial variabel disiplin kerja (X1) terdapat pengaruh positif terhadap kinerja karyawan kerja (Y). Hasil penelitian secara parsial variabel promosi jabatan (X2) terdapat pengaruh negatif terhadap kinerja karyawan (Y). Hasil penelitian secara parsial kompensasi (X3) terdapat pengaruh positif terhadap kinerja karyawan (Y). Hasil penelitian secara simultan terdapat pengaruh yang signifikan anatara disiplin kerja (X1) promosi jabatan (X2) dan kompensasi(X3) terhadap kinerja karyawan (Y). Kata kunci : Disiplin kerja, Promosi Jabatan, Kompensasi, Kinerja Karyawan

Pengaruh Karakteristik Individu, Komunikasi dan Kerjasama Tim Terhadap Kinerja Pegawai Kecamatan Cibeber Cilegon SUHARTINI SUHARTINI; Ahmad Rifa’i2 Ahmad Rifa’i2
Sains Manajemen: Jurnal Manajemen Unsera Vol. 11 No. 2 (2025): Sains Manajemen: Jurnal Manajemen UNSERA
Publisher : Universitas Serang Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30656/sm.v11i2.11632

ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh karakteristik individu, komunikasi, dan kerjasama tim terhadap kinerja pegawai pada Kantor Kecamatan Cibeber Cilegon. Metode yang digunakan adalah pendekatan kuantitatif. Populasi dalam penelitian ini adalah seluruh pegawai pada kantor kecamatan cibeber cilegon, dengan jumlah total 55 pegawai. Teknik pengambilan sampel yang digunakan adalah nonprobability sampling dengan metode sampling jenuh. Analisis data menggunakan bantuan program software SPSS versi 27. Hasil penelitian menunjukkan bahwa : 1) Karakteristik Individu berpengaruh positif dan signifikan terhadap kinerja pegawai, 2) Komunikasi berpengaruh positif dan signifikan terhadap kinerja pegawai.3) Kerjasama Tim tidak berpengaruh signifikan terhadap kinerja pegawai. 4) Secara simultan, Karakteristik Individu (X1), Komunikasi (X2), dan Kerjasama Tim (X3) berpengaruh signifikan terhadap kinerja pegawai (Y) pada Kecamatan Cibeber Cilegon berpengaruh sebesar 56,1% sedangkan sisanya 43,9% dipengaruhi oleh faktor lain atau variabel lain yang tidak diteliti. Kata Kunci : Karakteristik Individu, Komunikasi, Kerjasama Tim dan Kinerja Pegawai. ABSTRACT This study aims to determine the influence of individual characteristics, communication, and teamwork on employee performance at the Cibeber District Office, Cilegon. A quantitative approach was used in this research. The population consisted of all employees at the Cibeber District Office, totaling 55 individuals. The sampling technique applied was non-probability sampling with a saturated sampling method. Data analysis was conducted using SPSS versio 27 The research findings show that: 1) Individual characteristics have a positive and significant effect on employee performance, 2) Communication has a positive and significant effect on employee performance, 3) Teamwork does not have a significant effect on employee performance, and 4) Simultaneously, individual characteristics (X1), communication (X2), and teamwork (X3) significantly affect employee performance (Y) at the Cibeber District Office, Cilegon, with a contribution of 56.1%, while the remaining 43.9% is influenced by other factors or variables not examined in this study. Keywords: Transformational Leadership, Work Environment, Job Satisfaction and Employee Loyalty.

Determinant Model of Employee Performance through Job Satisfaction from a Human Resource Management Perspective at an Umrah Travel Agency Kamsariaty Kamsariaty; Ryan Firdiansyah Suryawan; Suhartini Suhartini; Monizaihasra Mohamed; Hadiansyah Hadiansyah
Greenation International Journal of Economics and Accounting Vol. 4 No. 3 (2026): Greenation International Journal of Economics and Accounting (July - August 202
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v4i3.968

The Umrah travel agency sector in Indonesia has experienced significant growth, yet this is often not accompanied by an improvement in the organization’s internal performance. Suboptimal employee performance is influenced by low organizational support, weak work discipline, and an unsatisfactory compensation system. This study aims to analyze the influence of organizational support, work discipline, and compensation on employee performance, with job satisfaction as the mediating variable. The approach used is quantitative with an explanatory design, involving 101 respondents who are employees of Umrah travel agencies in Lampung Province, selected through purposive sampling. Hypothesis testing was conducted using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the assistance of SmartPLS 3.0 software. The analysis results indicate that organizational support, work discipline, and compensation have a positive and significant effect on job satisfaction. However, directly, only compensation has a significant effect on employee performance, while organizational support and work discipline do not have a direct effect. Job satisfaction was found to act as a crucial mediating variable; it fully mediates the effects of organizational support and work discipline on performance, and partially mediates the effect of compensation on performance. These findings imply that the psychological factor of job satisfaction serves as the primary bridge in translating human resource management practices into improved employee performance in the religious services sector.

Edukasi Peluang Dan Tantangan Pemuda Di Era Digital Kodriyah; Suhartini; Burhanudin; Anggit Yoebrilianti Kayoebiyanto; Nana Umdiana; Andari; Nikke Yusnita Mahardini; Santi Octaviani
Jurnal Pengabdian Masyarakat Vol. 2 No. 3 (2026): Juli
Publisher : LPPM Sekolah Tinggi Ilmu Komputer PGRI Banyuwangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55794/abdikat.v2i3.382

Era digital saat ini memberikan peluang untuk para pemuda berkreasi mengemukakan dan menyalurkan ide dan bakat yang dimiliki melalui kemajuan teknologi, seperti media sosial, namun peluang tersebut tentunya harus dimanfaatkan dengan baik dan bijak. Disisi lain pemuda juga dihadapkan dengan tantangan, seperti hoaks, kesehatan mental, persaingan dalam mencari pekerjaan, kurangnya sosialisasi dengan lingkungan sekitar. Tujuan dari kegiatan ini adalah memberikan edukasi kepada para pemuda dan pemudi di Desa Kramatwatu tentang peluang dan tantangan menghadapi era digital. Metode yang digunakan adalah mengadakan seminar dan berkolaborasi dengan Rumah Buku Kampung Pos. Hasil dari kegiatan ini adalah tersampaikannya materi dan pengetahuan tentang bagaimana mengembangkan ide dan kreativitas melalui media sosial dengan menjadi konten kreator, memberikan literasi digital tentang hal-hal yang dapat dimanfaatkan dari media sosial dan hal yang dilarang dalam media sosial. Selain itu memberikan wawasan baru menghadapi tantangan di era digital. Selain itu, kegiatan ini berhasil mendorong terbentuknya 5 orang pemuda yang mulai merintis sebagai konten kreator digital dan menghasilkan berbagai ide usaha berbasis media sosial sebagai sarana pengembangan potensi diri.

Determination Employee Performance and Job Satisfaction: Study Literature Review Hartini; Josua Panatap Soehaditama; Suhartini; Dewi Ulfah Arini; Agus Suhendra
Greenation International Journal of Tourism and Management Vol. 2 No. 3 (2024): (GIJTM) Greenation International Journal of Tourism and Management (September -
Publisher : Greenation Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijtm.v2i3.265

The purpose of this literature research is expected to build hypotheses regarding the influence between variables which can later be used for further research in the scope of human resource management. The literature review research article determining employee performance and job satisfaction is a scientific literature article within the scope of human resource management science. The approach used in this literature review research is descriptive qualitative. The data collection technique is to use literature studies or review relevant previous articles. The data used in this descriptive qualitative approach comes from previous research that is relevant to this research and comes from academic online media such as Thomson Reuters Journals, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Web of Science, Sinta Journals, DOAJ, EBSCO, Google Scholar and digital reference books. In previous studies, 1 relevant previous article was used to review each independent variable. The results of this literature review article are: 1) Delegation Leadership affects Job Satisfaction; 2) Remuneration affects Job Satisfaction; 3) Self-efficacy affects Job Satisfaction; 4) Delegated Leadership affects Employee Performance; 5) Remuneration affects Employee Performance; 6) Self-efficacy affects Employee Performance; 7) Job Satisfaction affects Employee Performance.

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